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An Employment Contract is a legally binding agreement between an employer and employee in Indonesia that spells out the core terms of their working relationship. It sets clear expectations about job duties, salary, work hours, and benefits while protecting both parties under Indonesian labor law (UU Ketenagakerjaan).

The contract must cover essential elements required by Indonesian regulations, including the workplace location, position title, employment status (permanent or fixed-term), and compensation details. It serves as a vital reference document, helping prevent disputes and ensuring compliance with local labor standards like minimum wage requirements and overtime rules.

Use an Employment Contract before any new hire starts working at your organization in Indonesia. This formal agreement needs to be in place when bringing on permanent employees, fixed-term workers, or even part-time staff. It's especially important for roles involving sensitive information, specialized skills, or significant responsibilities.

The timing matters - having the contract signed and documented before day one protects your company from potential labor disputes and ensures compliance with Indonesian employment laws. Critical moments to prepare these contracts include opening new business locations, converting temporary workers to permanent status, or restructuring existing positions with changed responsibilities.

• Simple Employment Contract: Basic agreement for straightforward employment relationships, ideal for small businesses and standard roles
• Fixed Term Employment Contract: Specifically for temporary or project-based positions with defined end dates (PKWT)
• Registered Employment Agreement: Comprehensive contract filed with labor authorities, commonly used for permanent positions (PKWTT)
• Workers Contract Of Employment: Detailed agreement for specialized workers with specific skill requirements
• Agreement For Employee Bond: Used when employees receive special training or benefits requiring minimum service periods

• Company HR Departments: Draft and manage Employment Contracts, ensure compliance with Indonesian labor laws, and maintain proper documentation
• Legal Teams: Review contract terms, adapt templates to specific roles, and ensure protection of company interests while complying with regulations
• Department Managers: Define job responsibilities, performance metrics, and specific terms related to their team members
• Employees: Review, negotiate, and sign contracts before starting work, becoming legally bound by the terms
• Labor Officials: Register and monitor employment agreements, especially for foreign workers or specific industries requiring special permits

• Employee Details: Gather complete personal information, qualifications, and work permits (especially for foreign workers)
• Position Specifics: Define job title, duties, reporting structure, work location, and performance expectations
• Compensation Package: Document salary, benefits, allowances, and bonus structures according to Indonesian labor standards
• Working Hours: Specify regular hours, overtime policies, and leave entitlements as per local regulations
• Contract Terms: Determine employment type (fixed/permanent), probation period, and contract duration
• Company Policies: Include references to relevant internal policies, confidentiality requirements, and intellectual property rights

• Party Information: Full legal names, addresses, and registration details of employer and employee
• Employment Terms: Job title, duties, work location, and employment status (PKWT/PKWTT)
• Compensation Details: Base salary, allowances, benefits, and payment schedule
• Working Hours: Regular hours, overtime provisions, and rest periods per Law No. 13/2003
• Leave Rights: Annual leave, sick leave, religious holidays, and maternity/paternity provisions
• Termination Clauses: Notice periods, severance calculations, and grounds for termination
• Confidentiality Terms: Protection of company secrets and intellectual property
• Dispute Resolution: Process for handling workplace conflicts under Indonesian law

The key difference between an Employment Contract and an Employment Offer Letter lies in their legal weight and comprehensiveness. While both documents relate to hiring, they serve distinct purposes in Indonesian employment law.

• Legal Binding: Employment Contracts are fully binding legal documents that detail complete terms of employment, while Offer Letters serve as preliminary proposals that outline basic employment terms
• Timing: Offer Letters come first during recruitment, followed by the formal Employment Contract after terms are accepted
• Content Depth: Employment Contracts contain detailed clauses about rights, obligations, and legal protections required by Indonesian labor law; Offer Letters provide just key highlights like position and salary
• Regulatory Compliance: Employment Contracts must meet specific requirements under Law No. 13/2003, while Offer Letters have no strict regulatory format